摘要
基于归因理论视角,以处级以下的基层公务员为研究对象,采用质性研究和问卷调查相结合的方法,对公务员职业生涯高原的归因模式与特点进行实证研究。结果表明,公务员对职业生涯高原的归因呈现出两维度、七要素的模式。其中内部归因维度包含三个归因要素:能力因素、努力因素、群众基础;外部归因维度包含四个归因要素:机遇因素、领导因素、岗位因素、体制因素;公务员对职业生涯高原更多地进行外部归因,并且归因特点在性别、婚姻、年龄、职务和地区因素上具有显著差异。研究结果对未来进一步开展公务员职业生涯高原的实证研究及干预、治理有着重要的启示。
In recent years, the career plateau of public servants is a serious problem in Chinese public organizations. Guided by the perspective of attribution theory, this study explored the attribution factors for career plateau of Chinese public servants by deep case interview with open questionnaire and developed a questionnaire, then surveyed a sample of 1037 public servants. The results indicated that the Chinese public servants＇ attribution model for career plateau was a 2-dimension （internal attribution and external attribution） with 7-factor structure. As for internal attribution dimension, public servants attribute earner plateau to three factors, such as individual ability, effort and social relationship with the colleagues. As for external attribution dimension, public servaats attribute career plateau to four factors, such as luck, support from leaders, position and management system. The results also showed that public servants intended to attribute career plateau to external factors, such as luck, support from leaders, position and management system, and public servants＇ attribution mode was related to some demographic variables, such as sex, age, marriage, education, position and area. Finally, the management implication for career development of public servants in Chinese public organizations was discussed.
出处
《中国人力资源开发》
北大核心
2015年第17期56-64,共9页
Human Resources Development of China
基金
国家自然科学基金重点项目"转型期和谐劳动关系:分享型领导
员工心理契约与人力资源策略研究"(71232001)
教育部人文社科青年基金项目"归因视角的基层公务员职业高原及后果研究"(14YJC630084)
湖北省社会科学基金项目"公务员职业生涯高原对组织承诺的影响--基于湖北地区的实证研究"(2012143)资助
关键词
公务员
职业生涯高原
归因
Public Servants
Career Platcau
Attribution
